Cornerstone Consulting Group

Three Game-Changing Resolutions for Employers in 2025 🌟 Redefine Productivity: In 2025, it’s time to rethink productivity beyond quotas and checklists. True productivity thrives in environments that empower employees to deliver their best. This means embracing flexible work models, prioritising work/life balance, and investing in wellbeing initiatives tailored to individual needs. Leadership also plays a critical role—organisations should nurture leaders who inspire trust and autonomy while aligning reward systems with evolving employee values. Open communication is key to identifying what supports or hinders your team’s productivity. 💬 Refresh Workplace Language: Words matter, and in 2025, employers are encouraged to retire tired buzzwords in favour of language that inspires connection, inclusion, and clarity. Swap phrases like “work/life balance” for conversations that truly address employee needs. Shift from hiring for “culture fit” to seeking “culture add” to foster diversity and innovation. By moving beyond jargon and embracing authentic communication, businesses can drive meaningful engagement and alignment with their values. ⚖️ Stay Ahead of Compliance Changes: Major regulatory updates in 2025—such as mandatory climate disclosures and wage underpayment laws—make compliance a priority. Educating your team on these changes is vital. Workshops and active discussions can demystify complex regulations, foster accountability, and even align compliance efforts with sustainability initiatives. Organisations that tackle compliance early and transparently can turn challenges into opportunities for growth, while also reinforcing their commitment to integrity and fairness. #Leadership #WorkplaceCulture #Productivity #EmployeeEngagement #BusinessGoals #Compliance #FutureOfWork #2025

🚨 Australian Workers Clocking Five Weeks of Unpaid Overtime Annually: New Report Sparks Workplace Culture Debate 🚀 Australians are clocking nearly five weeks of unpaid overtime each year, with the average employee working 3.6 extra hours per week without pay. According to a report by the Centre for Future Work, this amounts to $7,700 annually per worker, collectively costing the economy a staggering $91 billion. 📊 One in three employees reports being encouraged or expected to perform unpaid work in their roles, with full-time workers and managerial positions facing the highest burden. Professionals often cite excessive workloads, staff shortages, and career ambitions as drivers of this trend. 💡 Economic pressures and lean resourcing are exacerbating unpaid overtime. As workloads swell, organisations must assess whether they are adequately resourced to meet business demands. Dr Fiona Macdonald, the report’s author, highlights the need for long-term workforce planning, improved role alignment, and robust training programs to combat this issue. 🔍 The research underscores a troubling culture of expectation: 36% of respondents indicated unpaid overtime is encouraged or expected, while only 13% felt it was discouraged. Millennials and Gen Z employees, aged 18-39, are disproportionately affected, with 41% working outside their scheduled hours. 📵 Could the Right to Disconnect shift workplace norms? Introduced in August for medium and large employers, the policy aims to establish healthier boundaries and reduce unpaid labour. While early data suggests progress, sustainable change will require organisations to engage employees, support managers, and lead by example. ⏳ Dr Macdonald emphasises the importance of cultural change, noting Australia’s long-hours work culture: "We kid ourselves that we’re the land of the long weekend. We’re not. The Right to Disconnect is a step forward, but thoughtful implementation and visible leadership are essential." 📢 As the workplace evolves, it’s clear HR has a critical role to play in fostering sustainable, productive, and equitable environments. Organisations that prioritise work-life balance and fair compensation will not only enhance employee well-being but also drive long-term success. #WorkplaceCulture #HR #RightToDisconnect #Overtime #WorkLifeBalance #EmployeeWellbeing #FutureOfWork #Australia

Breaking Down Barriers: Addressing the Disability Inclusion Gap in Workplaces 🛠️ New Research Highlights Accessibility Gaps in Workplaces Globally A new global survey by Deloitte has shed light on significant challenges in creating accessible and inclusive workplaces for employees with disabilities, chronic health conditions, and neurodivergent individuals. Despite growing awareness of disability inclusion, barriers persist, with nearly half of respondents reporting that their homes are more accessible than their workplace, and 60% missing out on work events due to accessibility issues. 🧩 Self-Identification and Disclosure Challenges The survey revealed that while 90% of respondents disclosed their condition to someone in their workplace, many do not share this information widely. This highlights a key issue: employers often lack a full understanding of the diverse needs of their workforce, limiting their ability to foster a truly inclusive environment. 📋 Barriers to Workplace Accommodations Persist While one-quarter of respondents requested workplace accommodations, 75% refrained from doing so, citing fears of stigma, negative supervisor perceptions, or discouraging past experiences. Alarmingly, nearly three-quarters of those who made requests faced rejections, often due to cost or perceived implementation challenges. 🚀 Actionable Steps for Progress Experts from Deloitte emphasise the need for leadership-driven initiatives to bridge the inclusion gap. Suggested strategies include: 🔸Prioritising disability inclusion visibly at leadership levels. 🔸Embedding accessibility into every stage of the career lifecycle. 🔸Ensuring timely, stigma-free accommodation processes. 🔸Training managers to support employees with diverse needs. 🔸Cultivating a workplace culture that actively combats non-inclusive behaviours. With clear actions and leadership commitment, businesses can empower employees with disabilities to thrive and contribute fully. #DisabilityInclusion #WorkplaceAccessibility #DiversityAndInclusion #Leadership #HR

🚨 Misconfigured AI Hiring Tool Leads to Entire HR Team's Termination 🚀 A cautionary tale for organisations embracing AI: An HR team faced dismissal after a misconfigured AI-powered CV screening tool failed to identify any qualified candidates for an IT role. The error, reported by The Economic Times, has highlighted the risks of over-relying on AI in recruitment processes. Leadership deemed the oversight severe enough to let go of the entire HR department, sparking industry-wide discussions on AI governance. ⚠️ The incident underscores a growing concern: While AI can process data with remarkable speed, it lacks the context, judgment, and ethical reasoning of human decision-making. John Burgess, CEO of Sydney-based AI consultancy JoltAI, stressed the need for human oversight at critical stages of the AI lifecycle, stating, “Human oversight ensures that AI outputs align with organisational values, regulatory standards, and societal expectations.” 📊 Recent studies amplify the message: Deloitte's Global Boardroom Program report highlights the urgent need for AI governance as organisations scale their use of AI and generative AI. The call for clear frameworks and accountability is becoming increasingly pressing, especially in high-stakes areas like HR. 💡 Best practices for AI oversight emerge: Burgess identified actionable steps to mitigate risks in AI implementation: 1️⃣ Accountability: Assign formal responsibility for AI oversight. 2️⃣ Education: Train staff on AI system capabilities, limitations, and data processing. 3️⃣ Scenario Testing: Regularly evaluate AI under various scenarios to align with policies and laws. 4️⃣ Transparency: Prioritise systems with explainable and transparent outputs. 5️⃣ Set Boundaries: Ensure human oversight for critical decisions, including hiring and promotions. 🛠️ As AI integration accelerates, organisations must balance efficiency and innovation with accountability and oversight. This case serves as a reminder that while AI is a powerful tool, it cannot replace the judgment and contextual awareness humans bring to decision-making. #ArtificialIntelligence #HRTech #AIethics #FutureOfWork #Innovation

Top Workplace Risks for 2025: Political and Social Unrest Take Centre Stage 🌍 📊 Geopolitical tensions are top of mind Three in four senior decision-makers (75%) identify political and social unrest, including protests, as significant risks for workplaces in 2025, according to the newly released 2025 Risk Outlook report by International SOS. The findings reveal that the "unstable, unpredictable and uncontrollable nature of global events" is intensifying challenges for businesses, with 65% reporting a noticeable increase in risks over the past year. ⚠️ The ripple effect of unrest The report highlights examples of workplaces already feeling the impact. In South Korea, union protests followed the brief declaration of martial law by President Yoon Suk-yeol, while in the United States, workplace tensions stemming from political divisions after recent elections have led to harassment, discrimination, and reduced productivity. 🛡️ Global risks magnified by interconnectivity Sally Llewellyn, Global Security Director at International SOS, points out how interconnected risks, such as geopolitical tensions, supply chain disruptions, cyber threats, and the spread of misinformation, are creating volatile conditions. "These factors erode trust within organisations and across borders, requiring urgent and systematic mitigation strategies," she said. 🧠 Mental health challenges on the rise The strain of global instability is significantly impacting employee wellbeing. The report found 78% of decision-makers expect stress and burnout to affect their operations in the coming year, with other risks including the cost-of-living crisis (75%), mental health conditions (70%), quiet quitting (52%), and climate change anxiety (45%). 🌱 Investing in employee resilience Irene Lai, Global Medical Director at International SOS, emphasised the value of proactive mental health strategies, stating, "Creating a healthy workplace not only helps employees manage stress but also drives productivity, retention, and engagement – key to navigating a rapidly changing world." 💡 Looking ahead The report concludes that organisations prepared to adopt predictive strategies and invest in employee wellbeing will be better equipped to navigate uncertainty while strengthening their resilience. #WorkplaceRisks #EmployeeWellbeing #MentalHealth #RiskManagement #PoliticalUnrest #SocialUnrest #GeopoliticalTensions

📢 Reducing Chaos at Work: A Roadmap to Boost Productivity and Employee Engagement 📌 Workplace chaos is taking a toll. According to Qualtrics’ latest Employee Experience Trends report, over 2,000 Australian employees highlighted that simplifying work processes is one of the most impactful ways to enhance productivity and engagement. The study underscores that workplace friction—like cumbersome systems, unclear processes, and relentless change—significantly reduces employee well-being and performance. 📊 The cost of chaos is high. Speaking at the ReImagine HR Conference in Sydney, Gartner revealed startling data: employees facing work friction show 51% lower intent to stay, 38% lower mental well-being, and 21% lower performance. Senior Principal Kamil Donaldson emphasised, “97% of employees experience workplace friction, often driven by rapid organisational change.” 🔧 Simplify, don’t complicate. Dr Cecelia Herbert, Principal Behavioural Scientist at Qualtrics, advises removing unnecessary complexity from everyday tasks. Whether it’s streamlining approval processes or reducing redundant meetings, small steps can create a frictionless work environment. Donaldson also stressed the importance of engaging employees in change implementation to prevent obstacles and foster buy-in. 🤝 Trust: the cornerstone of success. Less than half of Australian employees believe their leaders prioritise well-being over short-term gains. “When trust erodes, so does morale and engagement,” says Dr Herbert. HR teams are urged to treat trust as a measurable business metric to guide leadership decisions and maintain long-term alignment. 📈 Pressure to perform is mounting. With 40% of employees reporting increased productivity expectations, organisations must provide reciprocal support. Effective tools, systems, and leadership practices are essential to ensure sustainable productivity and protect employee well-being amid ongoing change. 🌟 As we head into 2025, businesses that embrace employee-centred approaches to managing change will thrive, fostering an engaged, aligned, and high-performing workforce. #EmployeeExperience #HRInnovation #WorkplaceProductivity #Leadership #ChangeManagement #TrustAndEngagement

Loneliness at Work: A Silent Challenge for Modern Workplaces 🌟 Loneliness in the workplace is on the rise. As hybrid and remote work reshape workforce dynamics, feelings of isolation have crept into workplace culture. From new hires struggling to integrate to remote employees feeling disconnected, loneliness manifests in many forms, often leading to disengagement and higher turnover rates. 📊 The cost of loneliness is significant. Research links loneliness to reduced productivity, creativity, and job satisfaction. Disengaged employees drive absenteeism and turnover, increasing costs and fracturing team cohesion. For organisations, ignoring loneliness isn’t just a morale issue – it’s a business risk. 💡 What’s driving workplace loneliness? While remote and hybrid work models amplify isolation, deeper issues include poor communication, lack of inclusion, and rigid workplace policies. A culture focused solely on results, without prioritising relationships, leaves employees feeling invisible and undervalued. 🛠️ How can workplaces combat loneliness? Forward-thinking organisations are taking strategic steps to foster connection and belonging: 🔸Volunteering days and interest-based groups encourage camaraderie through shared purpose. 🔸Virtual co-working platforms replicate organic office interactions for remote teams. 🔸Thoughtfully designed physical spaces and structured “anchor days” create opportunities for in-office connection. 🧠 Mental health and leadership are pivotal. Providing access to counselling and mental health workshops reduces stigma and fosters a supportive environment. Managers trained to recognise loneliness and lead with vulnerability create psychological safety, encouraging authentic relationships. 🔄 Feedback and adaptability are key. Organisations must listen to employees through surveys and open forums, ensuring strategies are effective. Acting on this feedback demonstrates genuine commitment to combating loneliness. 🤝 The time to act is now. HR leaders play a crucial role in shaping connected, resilient teams. By prioritising inclusion, empathy, and belonging, businesses can unlock innovation, collaboration, and a thriving culture. #WorkplaceLoneliness #HRLeadership #EmployeeWellbeing #RemoteWork #HybridWork #EmployeeEngagement #MentalHealthMatters

🏥 Chronic Illness at Work: Half of Australian Employees Choose Silence Over Disclosure 📊 Half of Australians with chronic conditions do not disclose their illness at work. A new report from pharmaceutical firm AbbVie reveals that stigma and discrimination in the workplace are significant barriers to transparency. An alarming 77% of workers believe individuals with chronic conditions face bias, with 54% citing fear of stigma as their reason for staying silent. 📉 Career fears and personal boundaries also contribute to non-disclosure. Over half of respondents (52%) worry about how disclosure might hinder career progression, while 47% view their health as a personal matter. This highlights the deep-seated challenges that employees face in balancing their professional lives with chronic health management. 🩺 Chronic illnesses are the leading cause of illness, disability, and death in Australia. These include conditions like cancer, heart disease, diabetes, genetic disorders, and mental health issues. Despite their prevalence, workplace support often falls short, forcing 37% of affected workers to leave their jobs. ⚠️ Stress and lack of support are driving people out of work. Of those who left their roles, 56% cited work-related stress exacerbating their condition, while 44% pointed to insufficient workplace support. 🛠️ Employers are making efforts but need to do more. While some workplaces offer flexible hours (53%), support for medical appointments (53%), and Employee Assistance Programs (38%), many employees feel these measures are insufficient. Over 61% believe their workplace could improve in providing reasonable accommodations, such as reducing the need for medical certificates and creating migraine-friendly environments. 💬 Time to talk: Breaking the stigma. "We hope this report sparks conversations about how workplaces can better support employees with chronic conditions," said Deidre Mackechnie, Executive Officer at the Australian Patient Advocacy Alliance. These conversations are vital for fostering inclusivity and reducing the stigma that keeps so many silent. #ChronicIllness #WorkplaceInclusion #EmployeeSupport #DisabilityAwareness #HealthAtWork

Rethinking Recruitment: Lessons from Hiring an Entirely Neurodivergent Team 🌟 🔍 Embracing Inclusion with an ‘Anti-Recruitment’ Approach Standard recruitment practices often disadvantage neurodivergent candidates. Organisations like EY have pioneered “anti-recruitment” strategies, screening candidates in rather than out. Neurodivergent applicants are guided through tailored work trials that build confidence and allow them to demonstrate their skills—reshaping how we evaluate talent. 🌐 Expanding Candidate Attraction Channels Traditional hiring pipelines often overlook neurodivergent talent. By leveraging universities, non-profits, and even social media influencers focused on Autism, ADHD, and Dyslexia, inclusive employers tap into broader, untapped talent pools. Xceptional Academy has seen remarkable success through these non-traditional methods. 📝 Simplifying and Rethinking Job Descriptions Long, jargon-filled job descriptions can deter candidates. Inclusive organisations are ditching the traditional approach, opting for concise, clear descriptions with percentage estimates for responsibilities. This provides clarity for neurodivergent candidates, helping them better understand the role. 💡 Redesigning Job Interviews for Accessibility Traditional interviews often disadvantage neurodivergent candidates, focusing on traits unrelated to job performance. Inclusive strategies like sharing interview questions in advance, conducting interviews in quiet spaces, and limiting interview panels help reduce anxiety and improve candidate performance. Simple steps, such as notifying candidates before pre-screening calls, make the process more inclusive. 🎯 Key Takeaway These lessons highlight how small changes can create big impacts. By rethinking recruitment, organisations can foster truly inclusive workplaces while unlocking exceptional talent. #InclusionMatters #Neurodiversity #InclusiveRecruitment #DEI #FutureOfWork #HRInnovation

🌍 Globally, 1 in 3 Employees Considering Job Change Despite Job Satisfaction, Report Finds 📰 Job satisfaction is high, but retention remains elusive. According to the inaugural Global Talent Barometer by ManpowerGroup, 35% of employees across 16 countries are contemplating a job switch in the next six months. This comprehensive study, involving 12,000 workers, reveals that while 80% find meaning in their work, a significant proportion is still considering a career change. 📊 Workplace stress remains a major factor. The report highlights that 49% of workers experience daily stress, with prolonged pressure contributing to burnout. IT professionals face the highest stress levels, though they also report better work-life balance. Interestingly, 41% of remote workers—despite enjoying flexibility—are also likely to seek new opportunities. 💼 Younger workers are leading the charge. Nearly half (47%) of employees aged 18-27 are actively exploring new roles. Additionally, concerns about potential job terminations—anticipated by 1 in 4 globally—are driving some to preemptively seek alternative opportunities. 🎓 The mentorship and training gap is glaring. A lack of skill development and guidance is compounding the problem. While 59% of employees report no recent training, only 39% have access to workplace mentors. This void leaves many workers feeling unsupported in achieving their career aspirations. 🚨 What employers can do: The data underscores the importance of reducing workplace stress, providing robust training programs, and fostering mentorship to retain top talent. Workers want meaning and growth in their roles, and organisations must act to meet these expectations in an evolving job market. #EmployeeRetention #WorkplaceTrends #CareerDevelopment #GlobalWorkforce